RPO is a completely different approach compared to contingency recruiting, the standard since the mid 20th century.

Learn more about trends in talent acquisition by watching the following video:

How is RPO different from contingency recruiting?

Contingency: you don't pay anything up front. Instead, you're charged a fee when you hire that agency's candidate. That fee typically ranges between 20-30% of your candidate's base salary. Candidates are typically presented to numerous firms for the highest bidder.

RPO: you're charged on an hourly model. An RPO firm plugs Sourcers and/or Full Lifecycle Recruiters into your team. They operate as extensions of your internal talent acquisition department. All candidates sourced and screened are presented only to you.

When should I use contingency? When should I use RPO?

Watch the video below to better understand how to use RPO and contingency recruiting based on your needs:

What's the difference between a "Sourcer" and a "Full Lifecycle Recruiter?"

A "sourcer" identifies and screens potential hires. They are the first level of outreach and vetting in the candidate qualification cycle.

A "full lifecycle recruiter" handles every step of the recruiting process from initial contact to closing. Their responsibilities include sourcing, screening (by phone, video conference, or face-to-face meeting), and guiding the potential hire through the interviewing process to selection and hire.

What's a submittal?

A submittal is a screened, qualified candidate for your consideration. This person has been contacted, interviewed, and evaluated to be a good fit for your open role.

This individual is literally submitted by a Hub recruiter to your hiring manager to be interviewed.

Our Recruiting Process

Why do you call it "Transparent RPO?"

We go beyond other RPO firms by offering transparency to our work.

Clients have 24/7 access to our pipeline progression. They know who has been contacted, who is owning each deliverable, how the search is proceeding, and where they stand in the big picture.

More importantly, clients keep all of the information we aggregate at the end of each project. Subsequently, they're equipped with a new candidate database to make more potential hires in the future.

Are you generalists or specialists?

We're both. Our junior-level Sourcers begin as generalists and move towards specializations based on role and skillsets. We're more technical than most recruiting companies. Many of our technical recruiters have undergrad engineering degrees. Some have Master's degrees. Many are former engineers (a couple of us still code too!). However, everyone retains their ability to jump on any project regardless of scope and profile.

What do you mean "onsite" vs. "offsite?"

OurSourcersand Full Lifecycle Recruiters can be embedded within your internal team alongside your hiring managers and key decision-making personnel.

Our team members can also support you offsite at our wonderful headquarters in Bedford, MA. They own and execute the same responsibilities.

What level of roles do you work with?

Our experience ranges from handling Executive Search for public companies Like Amazon, Google, and Priceline to placing individual contributors at startups.

Is there a minimum commitment level or duration time?

Our clients typically enlist our help for a minimum of six weeks per project. This time frame takes into account the average recruiting cycle for each role and the volume of hiring demands.

How quickly can you ramp up your Hub team?

We typically ramp up a team within one week of the kickoff meeting. We already equip our recruiters with the necessary hardware and software to get started. Our kickoff with you covers project onboarding and protocol.

How big can a Hub team be?

Our projects range from a single part-time Sourcer (Startup Builder) up to a seven-person, fully-embedded talent acquisition team with sourcing, full lifecycle recruiting, and executive search consultation.

Can I change my Hub team during a project?

Yes. You can change any characteristic of your Hub team as your needs change.

Typical adjustments include:

the number of hours per week

the number of Hub recruiters you need

the area-of-expertise (e.g. engineering or sales)

whether the Hub recruiter is a sourcer or full lifecycle

What engineering roles have you recruited before?

We've worked on Chief Technology Officer (CTO) executive searches all the way to junior software engineers.

Where are you located?

We're located in Bedford, Massachusetts, about 20 miles northwest of Boston. Several of our team members are embedded onsite at our clients' offices around the Greater Boston Area. We have recruiters in several US states and Asia.

What makes Hub unique?

We're very good at listening. We ask and listen to what companies want more of. That's why we pivoted from placing technical consultants to RPO.

Recruiting shouldn't be an expense. It should be a strategic asset based on:

measurable activity

adaptability to your needs

better productivity for lower costs

Almost everything we offer is based on an hourly model. We believe that we're a better recruiting solution for most tech companies instead of per-hire fees.